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Office of Diversity and Outreach
School of Medicine Faculty Council
J. Renee Navarro, PharmD, MDVice Chancellor, Diversity and Outreach
May 27, 2014
UCSF Climate Survey Results
Office of Diversity and Outreach
Refers to the variety of personal experiences, values and worldviews that arise from differences of culture
and circumstance. Such differences include race, ethnicity, gender, age, religion, language,
abilities/disabilities, sexual orientation, gender identity, socioeconomic status, and geographic region,
and more.
UNIVERSITY OF CALIFORNIA DIVERSITY STATEMENTEndorsed as Amended by the President of the University of California August 17, 2010
http://www.universityofcalifornia.edu/diversity/diversity.html
Diversity
Office of Diversity and Outreach
• Unconscious Bias Educational Initiative• Pipeline Programs – EAOP, SEP, Pre Health, Post Bach, VESP, EXCEL
• Building/Celebrating Community and Inclusion– Cultural Celebrations, Mentoring, Development, Awards
• Educating and Engaging– Health Disparities, Disabilities and LGBTQI Forums, VAWA,
POC, PRIDE, Orientation
Ongoing Campus Programs
Office of Diversity and Outreach
• UC Systemwide survey for students, staff, faculty, postdocs, trainees across 10 campuses, UCOP, LBNL, and Agriculture & Natural Resources.
• Goal: to collect data related to institutional climate, inclusion and work-life.
• Largest survey of its kind in the nation – across UC System 104,000 completed.
• 13 location reports, 1 systemwide report, 1 summary report (http://campusclimate.ucop.edu/results/index.html)
UC Systemwide Climate Survey
Office of Diversity and Outreach
• Climate: “the current attitudes, behaviors, and standards of faculty, staff, administrators, and students concerning the level of respect for individual needs, abilities and potential” (Rankin).• Measured by assessment of personal experiences,
perceptions and institutional efforts (97 items)
UC Systemwide Climate Survey
Office of Diversity and Outreach
• ~ 75% feel comfortable with climate at their location.• Members of minority groups less comfortable and
more likely to experience exclusionary conduct.• Staff are more likely than faculty, students, & postdocs
to experience exclusionary conduct.• UC locations more similar than different.• UC more similar than different to other colleges and
universities where survey has been administered.
UC Systemwide Findings
Office of Diversity and Outreach
• UCSF highest campus response rate: 47% (n = 9,434)– Faculty: 45%– Staff non-union: 51%– Staff union: 26%– Graduate/Professional Student: 38%– Postdocs: 57%– Residents/Fellows: 25%
UCSF Survey Response Rate
Office of Diversity and Outreach
Gender
Survey Sample Fairly Representative ofUCSF Population
Gender % Survey Sample % UCSF Population Survey NFemale 64% 63% 6030Male 35% 37% 3272Transgender 0.28% NA 26Gender queer 0.62% NA 58
Office of Diversity and Outreach
Ethnic/Racial Sample % (compared to UCSF)
Survey Sample Fairly Representative ofUCSF Population
Ethnic/Racial % Survey Sample % UCSF PopulationAfrican American 6 6American Indian/Alaska Native 1 .5Asian 29 34Hispanic/Latino 10 10Middle eastern/SW Asian, North African
3 NA
Pacific Islander .6 .2White 50 45Other .7 NA
Office of Diversity and Outreach
• Disability– 16% report
• Medical Condition: 5%• Mental Health/Psychological Condition: 4%
• Religion/Spiritual Affiliation– No Affiliation: 44%– Christian: 33%– Multiple Affiliations: 7%– Jewish: 4%– Muslim: 1%
• Children under the age of 18– Faculty: 46%; Staff: 29%
UCSF Sample Demographics
Office of Diversity and Outreach
• > 75% view UCSF as respectful of all groups.• > 80% believe UCSF values diversity.• > 80% of faculty, staff, students, postdocs,
residents/fellows report access to career advice.• > 70% agree UCSF supportive of taking leave &
flexible work schedules.• ~ 80% of graduate students, postdocs,
residents/fellows feel positive about academic experience and intellectual environment at UCSF.
UCSF Findings: Strengths
Office of Diversity and Outreach
25%
58%
13%
4% Faculty Reponsesn = 1136
Strongly agreeAgreeDisagreeStrongly disagree
Faculty View of Diversity
I think that my campus demonstrates that it values a diverse faculty
Office of Diversity and Outreach
“Overall, how comfortable are you with the climate at UCSF?”
Comfort with Campus ClimateAll Respondents (N = 9423)
26% Very Comfortable (n = 2409)50% Comfortable (n = 4735)15% Neither Comfortable nor
Uncomfortable (n = 1452)7% Uncomfortable (n = 693)1% Very Uncomfortable (n = 134)
76%
Office of Diversity and Outreach
• While majority are comfortable with climate at UCSF, variations by group emerge.
• Little or no variation by:– Sexual Identity– Religion– Military Status
UCSF Climate: Opportunities for Improvement
Office of Diversity and Outreach
• Differences:– Gender*: Females less comfortable than males; Transgender: least comfortable with climate (n = 26)– Racial/Ethnic*: Underrepresented minority (URM)# less comfortable with overall climate at UCSF– Disability*: less comfortable with climate at UCSF
UCSF Climate: Opportunities for Improvement
* Preliminary analysis suggests significant difference by group.#“Underrepresented Minority” category includes African American, American Indian/Alaska Native respondents, and Hispanic/Latino respondents.
Office of Diversity and Outreach
Comfort with UCSF Climate Overall:
Position
Office of Diversity and Outreach
Faculty Staff Grad/Professional Students
Postdocs Residents/Fellows0
20
40
60
80
100
73%
85%
73%
85% 87%
% Comfortable with UCSF Climate by Position
Perc
ent
(n = 4404)(n = 843) (n = 522) (n = 366)(n = 1009)
Office of Diversity and Outreach
Faculty Staff Grad/Professional Students
Postdocs Residents/Fellows0
20
40
60
80
100
74% 73%
91%84%
88%
% Comfortable with UCSF Climate by Position (School of Medicine)
Perc
ent
(n = 1107)(n = 586) (n = 237) (n = 340)(n = 589)
Office of Diversity and Outreach
• Comfort with UCSF Climate– Gender: Relatively lower rates of comfort for female
faculty & students.– Racial/Ethnic: Relatively lower rates of comfort for
underrepresented minorities - particularly for students.– Disability: Relatively lower rates of comfort with UCSF
climate across most positions.
UCSF Climate Summary: Variations in Comfort
Office of Diversity and Outreach
White Asian Underrepresented Minority0
20
40
60
80
100
85% 85%
70%
Student Class Comfort by Race/Ethnicity
Perc
ent
(n = 382) (n = 368) (n = 146)
Office of Diversity and Outreach
• Differences by:– Gender*: Female < comfort than Male– Disability: Disability (trend) < comfort than No Disability
• Little or no variation: – Race/Ethnicity
Comfort with UCSF Climate Overall: Faculty
* Preliminary analysis suggests significant difference by group.
Office of Diversity and Outreach
Male Female0
20
40
60
80
100
79%
67%
% of Faculty Comfortable with UCSF Climate, by Gender
Perc
ent
(n = 439) (n = 404)
Office of Diversity and Outreach
No Disability Disability0
20
40
60
80
100
74%67%
% of Faculty Comfortable with UCSF Climate, by Disability
Perc
ent
(n = 103)(n = 715)
Office of Diversity and Outreach
Exclusionary Conduct
“Within the past year, have you personally experienced any exclusionary (e.g. shunned, ignored) intimidating, offensive/or hostile (bullied, harassing)
behavior at UCSF?”
⃝& No⃝& Yes, but it did not interfere with my ability to work or learn⃝& Yes, and it interfered with my ability to work or learn
Office of Diversity and Outreach
• Experiencing Exclusionary Conduct– 29% report experiencing exclusionary conduct
• 17% of these respondents said the behavior did not interfere with ability to work or learn.
• 12% said the behavior interfered with ability to work or learn.
– Most common reported experiences: • Isolated, ignored, and intimidated/bullied
– Variation by Position, Gender, Race/Ethnicity, Disability & Sexual Identity*
UCSF Findings:Exclusionary Conduct
* Preliminary analysis suggests significant difference by group.
Office of Diversity and Outreach
Faculty Staff Grad/Professional Students
Postdocs Residents/Fellows0
20
40
60
80
11% 13% 12% 13% 10%
12% 20%
12% 12% 12%
Exclusionary Conduct by PositionPe
rcen
t
23%
32%
22%23%
Does not interfere with ability to work or learnInterferes with ability to work or learn
24%
(n = 1940)(n = 262) (n = 136) (n = 99)(n = 287)
Office of Diversity and Outreach
Faculty Staff Grad/Professional Students
Postdocs Residents/Fellows0
20
40
60
80
10% 9% 11% 9% 9%
12% 16% 11% 13% 14%
Exclusionary Conduct by Position(School of Medicine)
Perc
ent
22%25%
22% 23%
Does not interfere with ability to work or learnInterferes with ability to work or learn
22%
(n = 381)(n = 178) (n = 62) (n = 89)(n = 143)
Office of Diversity and Outreach
• Differences by:– Gender*: > exclusionary conduct for Female Faculty &
Students– Racial/Ethnic*: > exclusionary conduct for URM across
every UCSF position– Disability*: > exclusionary conduct for Disability for
Faculty, Staff & Students– Sexual Identity*: > exclusionary conduct for LGBQ Students
Exclusionary Conduct: Patterns Across UCSF Positions
* Preliminary analysis suggests significant difference by group.
Office of Diversity and Outreach
• Differences by:– Gender*: > exclusionary conduct for Females– Racial/Ethnic*: > exclusionary conduct for URM– Disability*: > exclusionary conduct for Disability
Exclusionary Conduct: Faculty
* Preliminary analysis suggests significant difference by group.
Office of Diversity and Outreach
Male Female0
20
40
60
6%14%
10%
14%
Faculty: Exclusionary Conduct by Gender
(n = 91) (n = 168)
16%
28%
Perc
ent
Does not interfere with ability to work or learnInterferes with ability to work or learn
Office of Diversity and Outreach
White Asian Underrepresented Minority0
20
40
60
11% 8% 15%
11% 13%
17%
Faculty:Exclusionary Conduct by Race/Ethnicity
(n = 150) (n = 49)
Perc
ent
Does not interfere with ability to work or learnInterferes with ability to work or learn
(n = 55)
22% 21%
32%
Office of Diversity and Outreach
No Disability Disability0
20
40
60
10%18%
11%
20%
Faculty:Exclusionary Conduct by Disability
(n = 58)(n = 198)
Perc
ent
Does not interfere with ability to work or learnInterferes with ability to work or learn
21%
38%
Office of Diversity and Outreach
UCSF Findings: Faculty Promotion
Office of Diversity and Outreach
0
10
20
30
40
50
60
70
80
13% 13% 11%
59%
69%
52%
22%15%
30%
6%3%
7%
Strongly AgreeAgreeDisagreeStrongly Disagree
Faculty PromotionPe
rcen
t
(n = 1104) (n = 1075) (n = 1029)
Promotion standards applied equally
Office of Diversity and Outreach
Diversity-related contributions valued Service contributions important0
10
20
30
40
50
60
70
8%14%
54%60%
32%
21%
7% 5%
Strongly AgreeAgreeDisagreeStrongly Disagree
Faculty PromotionPe
rcen
t
(n = 1088)(n = 719)
Office of Diversity and Outreach
UCSF Findings: Balancing Work-Life
Office of Diversity and Outreach
Supportive of Flexible Work Schedule by Position
Faculty Staff Postdocs Residents/Fellows0
20
40
60
80
100
74% 70%
86%
55%
Perc
ent
(n = 4009)(n = 758) (n = 487) (n = 186)
Office of Diversity and Outreach
Faculty Staff0
10
20
30
40
50
60
5%8%
53% 54%
32%28%
10% 10%
Strongly AgreeAgreeDisagreeStrongly Disagree
UCSF Provides Resources to Balance Work-Life
Perc
ent
(n = 961) (n = 4250)
Office of Diversity and Outreach
• 73% of faculty are very comfortable or comfortable with the overall institutional climate at UCSF.
• However, patterns of differences exist among faculty in both comfort with the UCSF climate and reports of exclusionary conduct.– Relatively lower rates of comfort for female faculty.– Greater rates of experiencing Exclusionary Conduct among
faculty by gender, URM, and disability status.
UCSF Climate Summary
Office of Diversity and Outreach
• Faculty view UCSF as valuing diversity and respectful of all groups.
• Most faculty view the promotion process as clear & reasonable; more disagreement about whether standards applied equally.
• Faculty agree that service contributions are important for promotion; somewhat less agreement about the value of diversity related service.
UCSF Climate Summary
Office of Diversity and Outreach
• UCSF community involvement: April – July 2014– Input and ownership from faculty, staff, student, resident/fellow
& postdoc stakeholders– Community meetings held on all UCSF campuses – Refine data questions and analyses– Campus priority areas finalized
• Develop campus strategic initiatives and action plans based on survey results (Fall 2014)
Next Steps at UCSF
Office of Diversity and Outreach
• Dr. Elizabeth Ozer, Professor of Pediatrics & Director of Research, Office of Diversity and Outreach
• UCSF Local Climate Survey Work Team, Communications & Implementation Work Group, Climate Survey Council, and Campus Council on Climate, Culture & Inclusion
• Alan Carpenter, Office of Diversity and Outreach & Office of Institutional Research
• Chris Cullander, Office of Institutional Research• Anthony Kung, Pediatrics and ODO
Thank you
Office of Diversity and Outreach
Discussion
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